Equality & Diversity
Dudley College is committed to creating a culture in which equality of opportunity and diversity are promoted actively and in which unlawful discrimination is not tolerated. The college recognises the real educational and business benefits of having a diverse community of staff and students and is working towards building and maintaining an environment which values and celebrates diversity.
Our policy statement
Dudley College believes in the principles of social justice and aims to ensure that:
- Individuals are treated fairly, with dignity and respect regardless of their age, gender, gender identity or re-assignment, marital status, caring responsibilities, sexual orientation, race, ethnic origin, colour, nationality, national origin, disability, social status, religion or belief, union membership, political or other ideology or inappropriate distinction.
- It affords all individuals, students and employees the opportunity to fulfil their potential.
- It promotes an inclusive and supportive environment for staff, students and visitors.
- It provides services that are accessible according to need.
- It recognises the varied contributions made by individuals from diverse backgrounds and wide ranging experiences.
- Effective partnerships with all parts of our community are created.
The college has an Equality & Diversity Committee which is chaired by the Director of Standards & Performance, consisting of staff and students representing different areas of the college, which meets once a term, to ensure the strategic direction of Equality & Diversity within the institution and to support progress against agreed actions and targets at an operational level. The committee findings are reported to the Standards and Diversity sub-committee of the corporation.
All areas of the college contribute to the delivery and fulfilment of the Single Equality Scheme Action Plan which is monitored termly by the Equality and Diversity Committee.
The college is committed to fulfilling all legal obligations with regard to Equality & Diversity e.g. in relation to Race, Disability, Gender, Sexuality, Age, Religion, Belief etc and all staff and students are expected to adhere to college policy and procedures in relation to Equality & Diversity issues.
In addition to fulfilling its legal obligations, the college actively promotes Equality & Diversity through several initiatives and events designed to celebrate the rich diversity of its staff, student and local communities such as Black History Month, Anti-bullying Week, Cultural/Faith Day, One Race: The Human Race, International Women's Day, Fitness & Well-Being Day, Disability Awareness Day, Mental Health Awareness and the college's Annual Diversity Competition.
Equality & Diversity issues are an integral part of the Monitoring and Evaluation process for all curriculum areas and teams are expected to identify and address imbalances in relation to recruitment, enrolment, retention and success rates by gender and ethnicity etc, by the setting of appropriate targets.
College policies, procedures and codes of practice are equality impact assessed on a rolling programme. Where screening results in no further action, the relevant document is revisited tri-annually.
In its role as an Employer, the college's Directorate of Personnel ensures that the college is kept up-to-date with legislative requirements and that the best in anti-discriminatory practice is utilised with regard to advertising, selection criteria, interviewing, employment and on-going support regarding appointments and promotions.
Staff training in Equality & Diversity matters is facilitated by both on-line and live events. Governors, Managers, Front-of-House Staff and others all participate in such training.
The college is a 'Positive About Disabled People' employer. Therefore all applicants with a disability who apply for posts at the college will be offered an interview providing they meet the essential criteria for the post.
All employees with a disability are advised to contact Personnel should they feel they are not encouraged to develop and use their abilities to their full potential.
Any employee who informs Personnel that they have become disabled whilst working for the college will be seen by the Director of Personnel, with a view to providing help and support to enable them to stay in employment.
Equality in Practice
Under the Equality Act 2010 the college has a public duty to report its activities in relation to the promotion and implementation of good practice with regard to equality and diversity.
The document below attempts to set out the good work undertaken by Dudley College in terms of embedding equality and diversity principles fully into all of its operations. We believe our approach to equality of opportunity to be good, as there is much evidence that the college effectively integrates all staff and learners and provides a safe, stimulating, supportive and welcoming environment.
Other college documents supporting Equality and Diversity
Below is a list of other college documents that support equality and diversity.
- Anti-Bullying (Student)
- Cross College Support for Learners with Disabilities/Special Support Requirements
- Cross College Support for Learners with Literacy, Numeracy, Language and Dyslexia Needs
- Disability Statement
- Equality and Diversity in Action
- Harassment for Employees
- Initial Assessment – Literacy, Language, Numeracy and Dyslexia
- Learner Mental Health Code of Practice
- Lift Key Request
- Maternity Leave
- Paternity Leave
- Recruitment and Selection (Staff)
- Safeguarding (Young People and Vulnerable Adults)
- Staff and Students Who Are New or Expectant Mothers
- Student Application
- Students with Learning Difficulties or Disabilities
- Suicidal Intentions (Disclosure of)
For further information about equality and diversity in college please contact Ann Killin on 01384 363 102
Equality Impact Assessments
What is an Impact Assessment?
The carrying out of impact assessments is a statutory duty laid out by legislation. They are a detailed and systematic analysis of the potential or actual effects of a policy, procedure or practice to ascertain whether it has a differential impact on identifiable groups of people. A judgement of adverse impact is made if the impact of a policy disadvantages one or more equality target group. Steps then have to be taken to mitigate this adverse or negative impact. The college has a rolling programme of equality impact assessments, please contact the Director of Standards, Performance & Development for more details on 01384 363 494.